When I speak on the topic of female leadership to cross generational audiences of women, dress is often a topic of conversation. It is a visual manifestation of how we view power. For example, Baby Boomer parameters for women's attire in the workplace favor the pant suit. In contrast, Millennial women prefer clothing that expresses their femininity and does not emulate male power norms.
Dress is just one of the many indicators that we are on the cusp of a new era of gender definitions and issues. Generational differences among women are redefining female leadership norms, and changing demographics are forcing new realities for working mothers. To successfully attract, develop and retain 21st century female leaders, organizations will need to develop targeted strategies for:
- Engaging a multigenerational female workforce
- Attracting and onboarding women for long-term retention
- Building and promoting a strong pipeline of women leaders
- Providing workplace flexibility that adds real value to working parents
- Addressing financial security and equal pay for women
For insight into this these strategies, feel free to listen to my HCI podcast, Set a Course for Substantial & Authentic 21st Century Female Leadership, or my NPR interview, Some Companies Fight Pay Gap By Eliminating Salary Negotiations.
If you are coming to the SHRM conference, be sure to attend my MEGA SESSION, What Women Want: Recruiting, Developing and Keeping 21st Century Women Leaders, on June 30.
Amy Hirsh Robinson, Principal, Interchange Group
Workforce Strategies for the New Economy
